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moneymarketing.co.uk 20 October 2016

CareersbriefINSIDE41 Commentary 43 My Beautiful Career 43 People on the Move 44 Development Focus

Professional qualifi -cations can open doors for advisers and set the bar for any given area of fi nancial planning. But to work in everyone’s

interests they need to be built upon rather than left to gather dust or wheeled out only on rare occasions alongside the best china. The FCA’s consultation on whether to launch a standalone equity release qualifi cation or a top-up to existing pensions or investment ones has received a mixed reaction from the industry so far.

Could a qualifi cation independent of the broader mortgage one currently needed to advise on equity release help to grow the market by attracting more advisers? If so, could this raise awareness of equity release, bringing about a more competitive market?

Or on the other hand could it be detrimental to consumers in giving generalist advisers a shortcut that enables them to “dabble” in a specialist part of the advice market? And is there even much interest in advising on equity release?

SimplyBiz Group compliance director Gary Kershaw says the regulator wants to get an idea of how many advisers without an appropriate mortgage qualifi cation would be interested in achieving the standalone one to sell equity release.

In a survey among members on the matter, SimplyBiz found 93 per cent of respondents, which includes those already authorised, are interested in advising on equity release. “The vast majority believed an equity release service would be valuable to clients as part of their overall fi nancial planning,” says Kershaw.

So should the equity release industry brace itself for a stampede? More 2 life channel marketing director Stuart Wilson says that, while more advisers entering the space would be welcome, it should not be at the risk of diluting the level of professionalism in the sector.

“This is not a market for ‘dabblers’ who will potentially undo the excellent standards that have been built up over the last quarter of a century,” he says.

Retirement Advantage head of marketing for equity release Alice Watson hopes the FCA proposals will encourage more pension advisers to talk about equity release as part

of retirement planning, so that it is seen as more than just a mortgage and demand would increase.

She says: “This will only happen if those who become qualifi ed write regular equity release business. To be able to do that, ongoing dialogue between the equity release industry and advisers is critical, so that both parties are abreast of evolving customer needs.”

She adds the qualifi cation would need to promote the skills advisers must have to discuss equity release with clients in a meaningful way.

“That means it including a basic understanding of mortgage underwriting, property valuations, legal charges, secured lending and the conveyancing process,” she says.

For many, the priority is raising awareness of equity release as a viable option for older homeowners, whether that is supported by a standalone or a top-up qualifi cation.

First Complete and Pink sales operations director Toni Smith says: “As an industry we should be helping brokers to break down the negative connotations previously associated with this market.”

If an extra qualifi cation on equity release would help to achieve a healthier housing market overall, then we would welcome it.”

AMANDA NEWMAN SMITH

Sense of release Would a standalone equity release qualifi cation transform the market?

ADVISER VIEWIan BaveyMortgage specialistSeer Green Financial Planning If equity release advisers do not have the standard mortgage qualification, how can they compare products and off er the best option to the customer? My concern is equity release-only advisers would end up advising customers to take out an equity release or a lifetime mortgage product when a better or cheaper option may well have been available through a standard lender on a standard mortgage. To off er full and robust guidance, advisers would have to have both qualifications as the market in this area is constantly changing.

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Pure Resourcing

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20 October 2016 moneymarketing.co.uk

40 Careersbriefwww.retailfinancialcareers.com

Email: info@astoncharles.co.uk Web: www.astoncharles.co.uk

Leeds 0345 193 2419Essex 0345 193 0694A personalised service from industry experts

Paraplanner Leeds to £35K plus benefits

This reputable and longstanding Accountancy and Financial Services practice requires a qualified and technically astute individual to support 2 Chartered Financial Planners/ Directors. You will provide analysis, detailed research, report writing and product recommendations for presentations, as well as being responsible for completing portfolio reviews, ensuring all tasks are carried out to a high level of accuracy and professionalism. It is essential that you are Diploma qualified, whilst organisational skills and the ability to manage and prioritise a diverse workload are also paramount, as is the ability to manage relationships at all levels. In return, my client is offering a competitive salary, as well as a comprehensive range of benefits including pension, Group PHI and DIS. The company invests heavily in its staff, offering excellent training and development opportunities, with financial support towards obtaining further professional qualifications.

Financial Adviser Nationwide Self-employed – ALL CLIENTS PROVIDED

Our client is a genuine market-leader in the execution of wills and estate planning that has enjoyed substantial growth, and is looking to bolster its financial planning division. It boasts an active client bank of c10,000 individuals, built through various marketing channels including online and TV advertising. You will service the requirements of this existing client bank, as well as offering an holistic financial planning service to the c250 new clients it transacts business with each and every month. You will be supported by both an internal Sales Support Team, and the substantial support infrastructure of its national IFA network partner. This represents a phenomenal opportunity to join this hugely successful business at a key stage in its growth plans. Clearly, the biggest selling point of the role is being entirely client fed, with vast numbers of existing clients and significant volumes of new business generated every month.

IFA Administrator Manchester to £19K plus benefits

This business, established in the area for a number of years, has developed an enviable reputation in the wider community, providing first-class private wealth management solutions for a broad client base of high net worth individuals. You will provide administrative support to busy IFA’s. The role will include the processing and submission of new business and policy tracking, as well as the preparation of annual reviews for Advisers’ client meetings. Other duties will include obtaining quotes, assisting with product research and financial reports. You will also be responsible for administering new and existing business, acting as a desk-based account manager for these existing clients. Previous financial services experience is essential. You will receive a good base salary, benefits package and help with your Diploma level 4 qualifications.

Independent Financial Adviser Birmingham & Midlands to £45K plus bonus & benefits (OTE up to £100K+) ALL CLIENTS PROVIDED

A highly respected national independent financial practice is currently looking for an experienced and proven IFA to join its successful team. It is looking to hire an Adviser who will provide whole of market financial advice to its existing key clients and high net worth individuals. You must have a high level of technical product knowledge and be Diploma qualified. If you are studying towards Chartered status, this would be seen as advantageous. You will have knowledge of investments, pensions, and associated life and protection products, and able to deal with HNW individuals. Just as importantly, you must be professional and credible, with proven relationship management skills. An excellent employed package, with high additional bonus potential and impressive benefits is on offer, as is a practice buy-out.

Trainee Paraplanner Stockport £18K - £21,500 plus benefits

Aston Charles is proud to be recruiting for a leading IFA/ Wealth Manager in the Manchester area that is seeking a Trainee Paraplanner, due to continued growth within the group. Having previous experience within an IFA practice, you will have had exposure to dealing with pre and post-sale business, and talking to providers and chasing up business. You will also be expected to work alongside Paraplanners, looking at fact finds and carrying out research on specialist financial software, allowing you to develop your technical knowledge. You will benefit from learning about investment platforms, how they operate alongside pension products from all providers, and which is best suited to clients’ needs. This is an excellent opportunity for a career focused individual who is wanting to take qualifications and learn all things paraplanning.

Independent Financial Adviser Ascot £45K - £50K plus profit share (£80K OTE)

Our client, a well-established and reputable wealth manager, now requires a proven Financial Planner who has a track record of delivering pensions and investment advice. This organisation provides financial planning services on all matters relating to private client advice, across the South of England. You will benefit from working in a directly authorised, whole of market and truly client centric environment. With a substantial infrastructure of back-office support, you will enjoy more time to look after clients. There is a full client bank on offer, with individuals that are already engaged with the business. You will also be expected to service and develop your own relationships. If you are looking to benefit from a supportive and encouraging culture, then look no further than this organisation.

AstonCharles_HH_MM_201016_rec.indd 1 18/10/2016 15:03

Financial Planner - DFM

West End, London£50,000 - £60,000 per annum basic plus bonus OTE - £120,000

Financial Divisions are currently working with a leading DFM fi rm based in the West End of London with an impressive track record of managing the wealth of a number of HNW & UHNW individuals and institutions, typically in the £2m to £500m net wealth bracket.

The fi rm are seeking a Financial Planner to join their fun, close knit team and require someone to take on a number of clients as well as look to either move across a client portfolio or be proactive in winning new business and growing the client portfolio. Your reward will be based on billings with typical charges in the 0.8% to 1.2% bracket across products such as investments, pensions, trusts, mortgages, estate planning and inheritance tax planning.

As Financial Planner you will ideally be Chartered / Level 6 qualifi ed or progressing towards such a level and have a wealth of experience working in an Adviser role with HNW individuals. Due to the nature of their client bank experience in property trusts and strong IHT planning and Trust knowledge will be useful.

For immediate consideration please contact Mark Flannery at Financial Divisions on0207 397 5544 or email your CV to markfl annery@fi nancialdivisions.co.uk

T: 0207 397 5544E: recruitment@fi nancialdivisions.co.uk

FinancialDivisions_HH_MM_201016_app.indd 1 18/10/2016 16:54

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41Careersbrief

experience by working across diff erent parts of the business, unlike the more rigid roles set out by bigger companies.

And this gives staff an emotional stake in the business. After all, it is easier for them to see how the work they do feeds into the success of the business. What is more, they feel they have a voice in its running, rather than simply being a foot soldier in what might be seen as a “faceless corporation”.

This approach can pay dividends in large organisations, too. It is important to ensure employees feel part of a process by being completely transparent, adopting a consultative approach and giving them a voice through various channels, including focus groups.

So, while SMEs may struggle to attract employees by pay alone, the emphasis on job satisfaction (where salary is just one of a number of considerations) means these workplaces are an increasingly attractive destination for workers looking for both the next challenge in their careers and the chance to grow and develop in a supportive environment.Lisa Winnard is HR director at Sesame Bankhall Group

year, during our Financial Planning Week, free face-to-face fi nancial planning sessions were off ered, as well as sessions by Skype, email and phone. Online cashfl ow planning tools were also made available.

Yet, despite the rise of robo-advice, by far the biggest public response was generated by a small mention in a national tabloid newspaper, simply citing a telephone number. That mention generated over 600 phone calls from readers keen to book free fi nancial planning sessions.

We knew a newspaper audience is of a generation who still prefer to have an original consultation with a real-life voice at the other end of the telephone, and ensured this was catered for.

As for my friend’s daughter, she obtained nine A* and two As. There is a lot to be said for trusting our young people and their ability to manage their own knowledge acquisition and learning in this new world of exciting and developing educational technology.Sam Rees-Adams is head of external accreditation at the Chartered Institute for Securities & Investment

LinkedIn recently released the results of its latest work satisfaction survey. As an HR specialist, the standout point for me was how important it

was for employees to be fulfi lled in their jobs.

According to the research, 58 per cent of workers in the UK would be prepared to take a pay cut to be happier in their careers. This demonstrates just how much workers’ priorities have changed. With the majority of their time spent in the workplace, they want it to be about more than a payslip.

The research also demonstrated that, when it comes to engagement with staff , small and medium-sized businesses perform better than their larger peers.

Staff in SMEs tend to feel a loyalty to the company. Indeed, 77 per cent of those working in small businesses said they would be happy to recommend their company to prospective employees compared with two-thirds of those at the UK’s largest organisations.

Despite this, however, many SME companies felt the recruitment odds were stacked against them, with

Life can be a bit of a rollercoaster when you are a parent of teenagers. My friend’s 16-year-old daughter was nervously awaiting GCSE results in August,

like thousands across the UK. The young lady in question had

exam leave from May and had been encouraged by her secondary school to be an independent learner and, therefore, fully responsible for managing her workload and revision. My friend would arrive home from work, ever hopeful that she would see her daughter’s nose in her textbooks.

More often than not she would be on her laptop, apparently revising via her school’s Moodle learning platform and using recommended websites, self-testing tools and apps.

On other occasions, she would be chilling out in front of the TV, closely following her school’s important advice about building in revision breaks, ensuring well-being and adopting a healthy approach to stress management.

My friend could not understand this approach. For a certain

more than three-quarters saying they had to work harder than bigger fi rms to attract the best candidates.

As a company, we spend much of our time talking to owners and staff within smaller organisations, so these fi ndings really resonate. But while they are often unable to match the pay packets off ered by the larger employers, they can compensate by making their staff feel part of a “family”. Indeed, this should play a key part in any recruitment (and retention) drive.

Staff at fi rms such as these often have a wider job scope and are able to build up their skill set and

generation, revision and learning tools were simply hard and paperback books. However, she – along with us all – can learn from young people.

With the development of technology, the tools available to keep professionals learning and engaged throughout their career trajectory, while maintaining the all-important work/life balance, are endless.

Although the benefi ts of attending networking events and seminars are undoubted, members of professional bodies can also meet their learning needs through accessing e-learning modules and online publications.

Live webinars are also common, ensuring that, even if they cannot attend an event, they can view them from the comfort of their desk or on the train, for example. Some professional bodies even off er their own TV channels so members can catch up on updating their knowledge and learning at a time that suits them.

In business, advisers and fi nancial planners are mindful of the opportunities technology off ers both them and their customers. This

CommentaryTHE CISI’S VIEW

SAM REES-ADAMS

An education in the power of technology

ADVISER’S VIEW

LISA WINNARD

Happiness means more than pay

Staff should feel they have a voice in the running of a business, rather than simply being a foot soldier in what might be seen as a ‘faceless corporation’

moneymarketing.co.uk 20 October 2016

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20 October 2016 moneymarketing.co.uk

42 Careersbriefwww.retailfinancialcareers.com

Sorry Robbie. You’re just not what we’re afterAt Chase de Vere we believe in the personal touch – fi nancial advice that’s delivered by humans, not by robots.

We’re looking for fi nancial advisers throughout the UK who think the same way we do, and who want to work with one of the country’s leading independent fi nancial advisers.

We want the best and the brightest – whether you’re just starting out or a seasoned professional – we can offer you a fantastic place to work and thrive.

We can also offer you:• Freedom to advise on a whole-of-market basis• An option to work with clients in person or over the phone• Access to our medical partnership – a proven source of affl uent clients• Guaranteed leads to help give you a fl ying start• Exceptional rewards: unlimited earnings potential and a great base salary• Ongoing support from dedicated training and business development teams• More time with clients, thanks to excellent administrative support.

We only ask that you hold level 4 competent adviser status.Please send your CV to: adviserrecruitment@chasedevere.co.uk

Chase_HH_MM_150916_app.indd 1 13/09/2016 12:09

IFA / Chartered Financial Planner – City of London

Based in the City of London, our client is a fi rm of Chartered Financial Planners that has been providing holistic fi nancial planning for more than twenty years. Continued growth has led to the need for an additional two Chartered Financial Planners / Independent Financial Advisors.

• You will be responsible to providing holistic advice to high net worth and mass affl uent private and SME clients.• Meet with new and existing clients for reviews and explain the service whilst taking them through the fi nancial planning process.• Servicing existing client bank & new introduced – don’t need to bring own clients.• Full Paraplanning and admin support provided - no need to produce your own reports.

Experience required:

• A highly qualifi ed preferably Chartered Financial Planner.• Minimum 5 years client facing experience.• Proven track record in terms of client facing skills backed up by excellent fee generating track record.• An in depth technical knowledge and understanding of all fi nancial planning areas.• Excellent questioning and listening skills particularly in uncovering clients’ objectives.

Along with a generous basic salary, you will have an excellent bonus and benefi ts package.

Pure ResourcingLatest Appointments

For brighter recruitment solutions, call Pure Resourcing on 01753 626 777 or visit www.pureresourcing.com

Pure_MM_HH_201016_rec.indd 1 18/10/2016 17:48

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moneymarketing.co.uk 20 October 2016

Careersbrief 43

Pension consultancy Xafinity has appointed Paul Cuff as joint managing director to work alongside its existing managing director, Ben Bramhall. Cuff is a qualified actuary with almost 20 years’ experience in the pensions industry and has a long history of working with Bramhall, going back to their graduate trainee days at Punter Southall & Co in the late 1990s. Cuff joins from KPMG, where he had been a partner in the pensions practice for eight years and most recently head of the London pensions team. He will focus on marketing and sales operations and Bramhall will take care of the day-to-day running of the business.

Standard Life Investments has appointed Imran Ahmad as investment director emerging market debt. Ahmad, who has 12 years’ industry experience, joins from JP Morgan Asset Management, where he has been a currency portfolio manager since January 2013. In his new role Ahmad will be responsible for emerging market currency overlay strategies across SLI’s emerging market debt funds.

Andrew Aitken has been appointed head of the Yorkshire off ice at JM Finn & Co. Aitken has spent the last nine years at UBS Wealth Management and has worked in the investment management industry since 1997.

Broadstone has made Liz Kane its new head of compliance. Kane’s previous experience in financial services covers sales, technical roles, operational management, audit and most recently a number of compliance off icer positions at Willis Towers Watson. She previously held positions at Standard Life and Hazell Carr Pensions Consulting.

The Consulting Consortium has appointed Phil Deeks as technical director to its advisory team. Deeks joins from the FCA, where he was a technical specialist in the life insurance and financial advice sector. He has almost 20 years’ experience in risk, regulation, compliance and conduct.

Mercer Jelf Financial Planning has hired Paul Howard as a regional leader to develop the profile and growth of the financial planning business across the North. Howard is a chartered financial planner and Fellow of the Chartered Institute of Insurance, with experience in both restricted and independent advice models.

Old Mutual Wealth has created the role of independent customer champion for David Barral, former chief executive of Aviva UK Life. In his new role Barral will support Old Mutual Wealth’s customer outcomes forum, helping to drive good outcomes for customers across the whole of the business. In a financial services career spanning 37 years he has held various roles, including distribution director, marketing director and chief operating off icer. Barral is currently a non-executive director at LV= and chairman of Vantage Finance.

Specialist investment manager Polar Capital has hired Georgina Hamilton to head its new UK value team. Hamilton joins from Miton Group, where she managed the Miton UK Value Opportunities fund alongside George Godber. Polar Capital expects to launch its first product for Hamilton, the UK Value Opportunities fund, by the end of the year.

Yorkshire IFA firm Robertson Baxter has expanded its team with the appointment of former HSBC adviser Antony Barton as a senior IFA. Barton is well known to the team, having previously worked with all three of Robertson Baxter’s IFAs - joint managing directors Stephen Baxter and Greg Robertson, and associate director Simon Shorthouse. Barton has 12 years’ experience in the banking and financial industry but also brings insight into customer service gained through owning a running a retail business for nine years.

People on the moveKim Lerche-Thomsen Primetime Retirement’s founder and chief executive on developing straightforward and simple-to-understand products

MY BEAUTIFUL CAREER

What was your first job within financial services?I started my fi nancial career as an actuarial trainee with Prudential, working in the life insurance department. It was quite an eye-opener to me on the responsibility I had to manage clients’ savings. It has led to a lifelong view of always thinking of myself as a custodian of someone else’s money and to never forget what it is they have entrusted to me.

Describe your current role.I am the founder and chief executive of Primetime Retirement, previously known as Living Time, which I set up in 2005. We pioneered the fi xed-term annuity in the UK and quickly saw other providers follow suit.

The company was set up with the aim to off er an alternative to lifetime annuities so retirees would not just “sleepwalk” into them without thinking about more fl exible options. We are solely focused on the retirement income market and we work to develop straightforward products with known outcomes that are simple to understand.

What is the biggest challenge in your current role?Since the introduction of pension freedoms, we have seen a number of

new pension solutions

come to market,

most of

which carry signifi cant investment risk for the customer. There is a fear these products are being taken up to pursue higher returns in the current low-yield environment at the expense of security.

Traditionally, our focus had been to off er an alternative to the lifetime annuity; however, fast forward 10 years and that has switched to off ering an alternative to investment-backed products, particularly now in the challenging environment that is Brexit.

What is the highlight of your career to date?Setting up Primetime Retirement along with inventing the fi xed-term annuity as an alternative to the lifetime annuity have been two of my career highlights. We have come a long way in helping people to ensure they kept their options open in retirement in the run-up to the pension freedoms introduced in 2015.

What is your career ambition?To ensure everyone who retires with a pension pot does so after properly considering the alternatives and ends up with a more prosperous and happy retirement because of it.

What advice would you give to someone starting out in the industry?Expect the unexpected and do not get trapped in the fi nancial

services environment bubble. Do not let market

jargon fi ll you with a false sense of superiority and be open to changing

direction quickly. Most importantly, be aware

of your clients’ needs at all times.

I am the custodian of someone else’s money and I should never forget what it is they have entrusted to me

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44

Developmentfocus

20 October 2016 moneymarketing.co.uk

Recruitment drive Advisers are an ageing population and more needs to be done to attract new recruits

were recruited from the ranks of these providers. They were trained and put through their exams and, as companies bowed to pressure, either shutting up shop or culling their numbers, many stayed in the industry by joining a fi rm of advisers or establishing their own business.

So history helps clarify how we got to this point but it does not explain why there is a dearth of fresh faces in our profession. One signifi cant reason is due to the size of fi rms and how fragmented they are.

According to Apfa, there was a total of 23,640 CF30s in 2014, at an average of 4.53 per fi rm. This is important because large numbers of fi rms are micro businesses (less than nine employees). The backdrop against which most of these businesses function is one of margin pressure and greater regulatory costs, coupled with declining interest among consumers to seek and pay for advice.

The knock-on eff ect is many fi rms choose to soldier on or try and cash

out. As a consequence, taking on a graduate and providing an exciting career path, while absorbing the costs of salary, training and exams is prohibitive for many. This is especially true if there is no guarantee that once the trainee has achieved the cherished CF30 status and starts to pay the employer back, they fi nd it impossible to resist the siren call of a bigger fi rm.

The knock-on eff ect is advisers are an ageing population, as many fi rms will only take those with an existing client base and a proven track record on.

So, what is the solution? It is encouraging to read the Government’s plans to strengthen its apprenticeship programme with £2.5bn of funding. Although the details of the levy on large businesses, which will in part fi nance this funding, are still being worked out, I am sure most big companies will recognise the benefi ts of increased skills and innovative thinking that a new

As the baby boomers edge ever closer to retirement, there is near universal agreement of the need to bring some young blood

into our profession. That said, the recruitment of bright young things has proved a challenge. Why?

It is hard for me to believe I have spent 30 years in fi nancial services, although easier when I consider all that has changed in that time. When I joined the industry, one of the accepted entry points was through the many graduate recruitment programmes off ered by 80-odd insurance companies that operated in the life and pensions arena. Their approach was to train graduates as salespeople to service the many accountants, insurance brokers, solicitors and estate agents that sold fi nancial products.

The second route was represented by the legions of direct salespeople in the old industrial companies. “Dad, it’s the man from the Pru” was the familiar cry that echoed up and down thousands of hallways once a month.

Thankfully, as fi nancial services evolved through the 1980s and 1990s, and regulation became more stringent, this business model steadily became obsolete. The big insurers ditched their direct sales- forces, along with companies like Allied Dunbar, Abbey Life and Royal Life, and the dozens of providers condensed to a handful.

Whatever the view about this demise, the proving ground for many entering fi nancial services was no more. A lot of current advisers

generation of apprenticeships brings. Apprentices could play a major role in increasing access for consumers to high-quality professional advice.

The other benefi t, ironically, is provided through 30 years of regulation. We now have a much more professional industry with a higher level of focus on supporting consumers rather than an industry dominated by opaque practices where good customer outcomes were a secondary consideration.

A more professional industry has a better chance of attracting the right calibre of person committed to providing quality-led advice and supporting their clients in achieving their goals.

The chance for an apprentice or graduate within an adviser practice to learn and develop these skills, while helping the practice grow, presents every fi rm with a signifi cant opportunity.Tim Sargisson is chief executive at Sandringham Financial Partners

TIM SARGISSON

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20 October 2016 moneymarketing.co.uk

Careersbrief 45 www.retailfinancialcareers.com

Due to ever growing company demand we are looking

Geneva, Switzerland.

Requirements

Lewis GreeneE: | M:

Geneva

WorldNet Consultants Limited Attention: Georgina Lloyd

Tannery House, Combs Tannery, Tannery Road, Combs, Stowmarket, Suffolk, IP14 2EN

Tel: 00 44 1449 678 222Email: mail@worldnet-uk.com

LinkedIn: https://uk.linkedin.com/in/worldnetconsultantswww.worldnet-uk.com

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Do you want to improve your quality of lifestyle? We can help you become an Independent Offshore Financial Adviser in South America, the Caribbean, Africa, Europe, Middle East, Far East, New Zealand and South Pacific. We can also offer you the option to remain in the UK and trip into Europe, Middle East and the Caribbean to maximise your earning potential.

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Our client, an entrepreneurial and specialist financial services business, continues to enjoy rapid growth. As a result, they are currently seeking to appoint a Financial Adviser (Pensions Income).

Overview:The individual will advise clients, from the provision of pre-qualified quality leads, on the best solution for them to achieve their optimum retirement income.

The person:A hardworking and target driven individual who has the ability to thrive within a sales environment whilst delivering financial advice and service of the highest quality.

Skills & knowledge:

Essential:• Ability to demonstrate previous experience in a B2C targeted sales environment.• A minimum of 2 years’ experience in a client contact related role within regulated financial services.• Ability to work on individual initiative whilst fitting in to a vibrant team environment.• Evidence of sustained technical, client service success and compliant practice.• Ability to write highly complex technical client reports that is clear to the client.• Able to adapt knowledge and ways of working according to the demands of changing market conditions.

Desirable:• Experience of advising clients on their options across the full spectrum of investment vehicles.• Specialist experience of advising clients on their retirement income.• Time spent as an Independent Financial Adviser (IFA) or in an IFA practice.

Financial services qualifications:• QCF/L4 qualification in financial advice, gained through the CII and to qualify for the issue of a Statement of Professional Standing (SPS) by an FCA accredited body.• RO4 or willingness to study to take RO8 is essential.• AF3 or G60 desirable, though not essential.• Willingness to study for AF3 is essential.

Please send your c.v. to james@twiddleandco.com - T: 01904 615161 - www.twiddleandco.com

Financial Adviser (Pensions Income)Competitive salary + benefits & bonus - Leeds, West Yorkshire

Benefits - professional training and career development opportunities

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